Diversity and Equality

Pol­icy

It is the pol­icy of Hyper­stream Lim­ited to make all employ­ment deci­sions based upon the applicant’s abil­ity, expe­ri­ence and qual­i­fi­ca­tions with­out regard to age, sex, race, colour, sex­ual ori­en­ta­tion, eth­nic ori­gin, reli­gion or belief, dis­abil­ity or mar­tial sta­tus. Hyper­stream Lim­ited val­ues the ben­e­fits a diverse work­force can bring.

Indi­vid­u­als will be selected, pro­moted and employ­ment deci­sions will be taken on the basis of their rel­e­vant apti­tudes, skills, and abil­i­ties. Employ­ees will be encour­aged to take advan­tage of suit­able oppor­tu­ni­ties for train­ing and advance­ment, where appropriate.

Hyper­stream Lim­ited is com­mit­ted to the terms of the Code of Prac­tice for the elim­i­na­tion of racial dis­crim­i­na­tion, the pro­mo­tion of equal­ity of oppor­tu­ni­ties in employ­ment, the elim­i­na­tion of dis­abil­ity dis­crim­i­na­tion and to a con­tin­u­ing pro­gramme of action to make this pol­icy fully effective.

Fur­ther­more, Hyper­stream Lim­ited will mon­i­tor the com­po­si­tion of the work­force and may intro­duce pos­i­tive action if it appears that this pol­icy is not fully effective.

Hyper­stream Lim­ited embraces diver­sity as a prac­ti­cal con­tri­bu­tion to its busi­ness suc­cess. Equal­ity and diver­sity have a cru­cial role on two lev­els. At an inter­per­sonal level; in deter­min­ing how peo­ple relate to each other and build rela­tion­ships in the work place and at the man­age­r­ial level; enabling man­agers to encour­age diver­sity and the pos­i­tive role that this plays in the suc­cess of Hyper­stream Lim­ited as a busi­ness and employer.

Pro­ce­dure

Hyper­stream Lim­ited is com­mit­ted to its Diver­sity and Equal Oppor­tu­ni­ties Pol­icy and all employ­ees are required to co-operate with its efforts to ensure that the pol­icy is imple­mented in full.

Mon­i­tor­ing

All employ­ees and job appli­cants will be asked to com­plete a form denot­ing their sex, race and eth­nic ori­gin and any dis­abil­i­ties. Hyper­stream Lim­ited guar­an­tees that this infor­ma­tion will be used only for the pur­pose of com­ply­ing with its legal oblig­a­tions and of mon­i­tor­ing the effec­tive­ness of its Diver­sity and Equal Oppor­tu­ni­ties Policy.

Pos­i­tive Action

The com­po­si­tion of the work­force and of job appli­cants will be mon­i­tored on a reg­u­lar basis. Should inequal­i­ties become appar­ent, pos­i­tive action may be taken to redress the imbal­ance, includ­ing such mea­sures as:

• adver­tis­ing jobs in eth­nic or female inter­est pub­li­ca­tions in addi­tion to those pub­li­ca­tions more com­monly used, as appropriate;
• intro­duc­ing assertive­ness training;
• encour­ag­ing under rep­re­sented groups to apply for suit­able train­ing in order to encour­age job appli­ca­tions from under-represented groups.

Dis­ci­pline

Any employee, who dis­crim­i­nates against or harasses any other employee on the grounds of age, sex, race, colour, sex­ual ori­en­ta­tion, eth­nic ori­gin, dis­abil­ity, reli­gion or belief or mar­i­tal sta­tus will be sub­ject to Hyper­stream Limited’s dis­ci­pli­nary pro­ce­dure. Such behav­iour may be deemed to con­sti­tute gross mis­con­duct and may result in dismissal.

Griev­ances

Any employee or job appli­cant who believes he or she has received less favourable treat­ment on the grounds of age, sex, race, colour, sex­ual ori­en­ta­tion, eth­nic ori­gin, dis­abil­ity, reli­gion or belief or mar­i­tal sta­tus is asked to bring their con­cerns to the atten­tion of the per­son respon­si­ble and ask them to stop the offen­sive behav­iour. If it would be inap­pro­pri­ate to raise it with the per­son con­cerned, or the prob­lems is not resolved by being raised with them, employ­ees should make a com­plaint under Hyper­stream Limited’s Griev­ance Procedure.

Alan Son

Man­ag­ing Direc­tor
Hyper­stream Limited